Originally from Dispute Resolution Journal

Virtually all instances of sex harassment arbitration cases in this study involve grievances filed by male employees who felt that management violated the contract when they were disciplined for harassing a woman coworker. Although general consensus among arbitrators holds that unwanted physical contact cannot be tolerated, disagreement exists over whether women should be protected from verbal harassment.

After observing or being informed of sex harassment, management representatives have moved aggressively to prevent its reoccurrence. Unions, however, often find it difficult to decide on an appropriate course of action, since the harassed woman and the grievant are frequently both members of the bargaining unit. A complicating factor in some cases is the reluctance of the woman involved to report incidents of harassment out of fear of possible repercussions from male employees.